Benchmark - Law Enforcement Organizational Culture 1

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Grand Canyon University *

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515

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Law

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May 25, 2024

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docx

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7

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Benchmark - Law Enforcement Organizational Culture 1 Benchmark - Law Enforcement Organizational Culture Roderick White Grand Canyon University JUS-515 Dr. Ellis April 17 th , 2024
Benchmark - Law Enforcement Organizational Culture 2 Law enforcement as a benchmark Culture of the Organization The way that members of an organization are arranged comes to mind when we consider a normal organization. They can be arranged according to their jobs, assignments, and even local responsibilities. The ultimate goal for these organizations is to realize their vision and mission. Law enforcement agencies are official organizations that organize and prepare for the deployment of personnel and resources in order to provide public safety for the community they serve (More et al., 2012). If law enforcement organizations are to carry out their tasks and preserve their fundamental values, then leaders have a responsibility to preserve organizational culture. The leader It takes time to create an effective organizational culture. The first step is for the leaders to formulate the organization's mission, vision, goals, and operational objectives. Due to their inability to comprehend their own policies and their lack of accountability, the New Orleans Police Department (NOPD) is frequently held accountable for the consequences of their actions. This can be due to the NOPD not having implemented the fundamental procedures that other organizations have. Businesses like the Grand Junction Police Department (GJPD) in Grand Junction, Colorado, take precautions to guarantee that their officers are aware of constitutional
Benchmark - Law Enforcement Organizational Culture 3 procedures and how to foster public confidence. These organizations have fundamental knowledge that is known to boost community safety. It's possible that the GJPD hasn't been subject to an evaluation like the NOPD because of their fundamental understanding. Regretfully, the NOPD's supervisors lack the necessary training to properly file documentation. especially when an officer's wrongdoing prompts an investigation into their activities. It is frequently observed that the gravity of the complaint is not given much thought, which has a detrimental effect on the relationship between the NOPD and the community. According to the GJPD, its protocol is to record any remarks, whether favorable or unfavorable, on the arrangement. Through this process, the GJPD is held accountable and the community is given the opportunity to comment on how the organization is performing. In order to address concerns made against the organization, the NOPD could train its supervisors appropriately, much like the GJPD did. It is important that the NOPD holds its members responsible for their activities and to a set of standards. By taking this action, the organization will guarantee that its goals, operational objectives, mission, and vision are all being followed. Having these policies and procedures in place can help the company maintain balance when reviewing, filtering, and responding to complaints. Ultimately, these investigational processes should be under the Chief of Police's purview. Goal
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